Performance management is an integral part of running a business. It is a tool by which you measure whether your employees are performing the way they should be. Unfortunately, most employees have a problem with reviews because of the focus on the past and not the present.
Some also feel that there is an element of bias. So often, there is a level of negativity around the whole exercise. It is, therefore, critical that a company has an efficient performance management system, which should have some aspects including:
1. Fairness and Accuracy
You will achieve balance and accuracy if you look at an employee from multiple perspectives. Take into consideration the skill, capability, and job context.
2. Efficiency
Get rid of any performance management system that takes too much time to implement. It may end up detracting people from performing.
3. Performance Elevation
Do not focus on minimal expectations; focus more on how your employees can reach their upper potential. By linking the employee’s performance to the objectives and initiatives of the company, you give them a chance to prove themselves.
4. Guide on Compensation
A performance management system should guide on compensation. It should, however, not be the main reason why you implemented within your organization. Many companies base their decision on whether to raise an individual’s wages depending on the performance review. Yet if you do not do the review properly, it could lead to the situation where some people stagnate through no fault of their own.
5. Incorporate Feedback from Multiple Data Sources
Multiple data sources will eliminate the issue of bias. If the HR manager solely bases his review on his perception of an individual, then it will not be a fair review. He should collect additional information from other sources such as peers, subordinates, suppliers, and even other managers.
6. It Should Be A Basis for Coaching Skills Development
The performance review should coach individuals on relevant skills. It should also be the basis of giving feedback, clarifying outcomes, and understanding specific action steps.
7. Set Expectations
Every organization has specific goals that each employee needs to meet. The performance management system must clearly specify what they are, actionable steps, and the time frame.
8. Allow for Monitoring
The employees should be able to track their performance. It helps build a feeling of ownership because they’re in charge of their development. The employer also needs the right tools to ensure that everything is going according to plan.
9. Basis for Improvement
Every time an employee meets set goals, the employer should encourage them to move a step farther. The performance management measures and identifies the potential of the employee and provides the relevant resources to help them grow.
10. Allows for Rating
A sound performance management system should allow you to rate employees continuously. In this way, you can provide real-time feedback, thus allowing the employee to make relevant changes in how they work.
11. Ongoing Communication
An organization needs to have a culture of open communication. It will provide a forum for discussing goals, coaching, learning opportunities, among others. A sound performance system must incorporate this is one of the critical elements.
12. Surveys
Conducting surveys will help you gain an insight into what is happening within your organization. Pay attention to the level of employee engagement because it will have a direct impact on output. You also get to see the areas needing improvement.
Incorporate these twelve critical elements we have highlighted above in your performance management system. You will see a perception change towards the reviews when employees see that the performance management process is fair, balanced, and for the greater good of the entire organization.
